The RH-Way is a reboot of the HR Function in service of building Organizations with healthy cultures of Innovation based on democracy, free flow of Information and fair Gain Sharing.

3. If you remember nothing else about the
Way of Resourceful Humans, remember this:
Nobody eats a Burrito for the Wrap!

5. 1948 Dave Packard respectfully disagreed
with his entire CEO Generation. He
believed in the Balance of Responsibility
and meaningful Contributions.
His Peers laughed at him.

7. The HP Way invited, enabled and rewarded
Innovation at all Levels. A Mindset of Trust and
Responsibility pervaded the Company’s DNA.
The RH-Way is based on this Truth and made
Development the single most valuable
Currency for People and Organization alike.

9. The Core was to understand that the
Power of Organization lies in Collaboration,
not Survival of the Strongest. The Species
best able to adapt and collaborate survives.

11. Organizations require two Kinds of Innovation:
evolutionary and revolutionary.

13. It is not an either-or Scenario. In a sound
organizational Culture, Revolution piggy-
backs on Evolution.

15. And any quantum Leaps forward allows
Evolution to take new Paths.

17. The RH Wrap ensures innovation through:
Democracy, Information and Gain Sharing.
Nobody buys a Burrito for the Wrap.
Nobody buys a Product for great Management.
All the Taste is on the Inside.
Translated to Organizations: Create or Sell.
There is Nothing in-between.

19. Which Problem does the RH-Way address?
1901 Annie Taylor already demonstrated
what is wrong with our current Way of
Working and applying Knowledge.

21. Annie was the first Woman to survive a Fall
over Niagara. So clever Engineers looked at
her Barrel and concluded the perfect
Design for a “Niagara Barrel”.

23. My Question to you: Would you go over
the Edge based on their Design?
No? So why would you build your Culture
based on the latest Harvard Business Review
case?

25. The RH-Way addresses the underlying
Problem of Command & Control Structures
in Environments populated by Resourceful
Humans required to Innovate.
Size. Hierarchy. Motivation. Ignorance.

27. In order to eliminate those Points of
Constraint, the RH-Way enables creating the
Resourceful Humans Innovation Collider.

29. Premise being that Nobody bets on Strategy.
You bet on People.
RH provides a Meta-Framework to design a
unique Way with your Teams. Put all Talent
directly into the Value creation Process! Focus
on ‘loving to...’, not ‘having to...’

30. RESOURCEFUL HUMANS

31. This Way, Power and Process are legitimated
democratically. Let Adults choose how, when,
where, whom with and what they work on.
Meaningful, informed Choice. A Prerequisite for
Knowledge Workers to excel.

33. And in today’s World, who isn’t a Knowledge
Worker? Every Role requires Innovation in
either Process or Design.

35. To enable this new Generation, reduce all
Noise in the Organization.
Rid yourself of redundant and non-sensical
Processes, Policies and Procedures.
Focus all Teams directly on the external
Customer. Team, organizational and Product
Development gradually become unified.

37. How? For Information Sharing switch to
distributed Systems and let People follow.
When People share Information freely through
eg. Twitter Feeds, measure Value of Message
through Followers and their resulting Business
Success.
Don’t underestimate Resourceful Humans on a
meaningful Mission to find and adapt relevant
Information!

39. For a Gain Sharing Model, imagine designing a
System from Scratch, together with your
Teams.
Forget about evolving the old Paradigm with
external Consultants. Create One that treats
Resourceful Humans like owners of the
System.
This Way you infuse Trust, Responsibility and
Entrepreneurship in its very DNA.

41. Imagine a Star Bonus.
Every Employee can log into a System and
award Stars to Anyone else in the
Organization for their Contribution. The
Recipient can log into her Star Account and
see why and from whom she received Stars.
At the End of the Year, a Star’s value is
transparently monetized through Profit.
No more need for Central Command.

42. Dynamic
n
v atio
Predictability I nno
Operat
ions
RH Zone
HR Zone
Unpredictability
Procedures

43. The RH-Way unleashes the Power for both,
evolutionary Innovation (The Balmer Sweat
Zone) and revolutionary Innovation (The
Branson Visionary Zone).

45. More than a Club. RH looks beyond short-term
Cause and Effect at evolutionary Correlation.
Lionel Messi in some B-team? Little Impact.
Just replicating a Star Bonus System? Won’t do
the trick.
It took Barcelona 20 years since Johan Cryuff to
design a System of Total Football, which only
now reaps the Rewards. Commitment to
Strategy and Execution is core.

47. Design a Strategy that constantly evolves
your Company by asking “The Three Whys”.
Try Groucho’s Idea with it any 10 year old.
Why do you wear a Suit at Work, Dad?
Because everybody else does.
Why does everybody else do it, Dad?
Because we look professional.
Why do you look professional with a Suit?
Hey...do you want an Ice-Cream?

49. With ‘The Three Whys’ and a co-designed
System, Teams organically unify in a
Corporate Federation under One Value Chain.
Connect Individual Purpose to a Sense of
common Team Mission, Product & Company
Vision.

51. With this in Place, agree on clear Goals and
simply let Teams design their own Way of
Working within the RH Framework.

53. Prototype with a clear Design Thinking
Methodology, but without the Illusion of a
clear Roadmap. Trust People’s Intuition.
Leadership has to persevere in enabling the
RH relevant skills through Business-centric
Coaching and Mentoring.

55. Ensure basic Hygiene Processes to address
known pain points and foster Collaboration.
For example Size. Force Cell-Division.
Regulate maximum Team-Headcount.
Be open for unforeseen Start-Ups.

57. The RH litmus Test for your Teams:
What does Captain Kirk earn?
Best Answer: Who cares!
RH enables this Answer with a simple Equation:
Little Wrap + best Crew + coolest Mission
= Lasting Success.

59. ...if the best Leader is the One who is not
needed by his Team anymore...
...if we should live the Change we wish to see
around us...
...and when everything just works and evolves,
what is the Function of Central Management
and HR?

61. To distribute Knowledge, Competences and
Responsibility directly into the Value Creation
Chain, set an RH Framework in place, and
then get out of the Way.

64. Resourceful Humans
Create or Sell.
The RH-Way
Democracy. Information. Gain Sharing.